Hire and pay employees in
France, hassle-free

With Deel, your business can easily hire employees in France. No more worrying about local laws, complex tax systems, or managing international payroll. Deel takes care of everything in 150+ countries.

The average onboarding time frame in France is 2 days with Deel.

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Currency

Euro (EUR)

Capital

Paris

Official Language

French

Payroll Cycle

Monthly

Onboard, pay and manage employees in France with Deel.

Usually, to hire in France, your business needs an entity. That means a local office, an address registered as a subsidiary, and an account with a local bank. All of this, plus navigating regional benefits, payroll, tax, and HR laws, can take months.

Deel lets you hire employees in France quickly, easily, and compliantly. We even automate tax document collection, payroll, benefits, and more. For your existing direct employees, we can manage your entire payroll operation from end-to-end.

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All the necessary benefits for France
built right in

Deel allows you to provide localized benefits for employees in France within minutes. All in one manageable online dashboard.

  • Health Insurance
  • Pension Fund
  • Salary Guarantee Fund
  • Private Healthcare
  • Private Healthcare - Alan

Our quickstart guide to hiring in France

Navigate the tabs below to learn everything you need to know about hiring an employee in France

Pay & Tax Leave Policy Termination Statutory time off Onboarding Additional info

Minimum Wage Requirements

The base minimum wage is €1,776.90 per month and will vary according to the Collective Labor Agreement of the company.
For employees hired under the EOR model, the following minimum wages will apply:

  • Base and Junior job positions: €2,704.80 monthly
  • Executive job position: €3,284.40 monthly
  • Deel's Collective Labor Agreement is Portage and the minimum salary is based on the social security ceiling.

Individual Income Tax

The individual income tax ranges up to 45%. Income tax is calculated according to progressive rates. Multiple additional factors may impact overall rates, such as household status and the number of children.

Gross Annual Income

Tax Rate (%)

Up to EUR 10,777

0%

From EUR 10,778 to EUR 27,478

11%

From EUR 27,479 to EUR 78,570

30%

From EUR 78,571 to EUR 168,994

41%

Over EUR 168,995

45%

Payroll Cost

Depending on the employee's salary, specific calculations may apply and the estimated employer costs can be up to 50+%. 

  • Sickness Maternity Invalidity Death
    • 7.00% for salaries under EUR 4,442.25
    • 13% for salaries over EUR 4,442.25
  • Supplementary Incapacity Invalidity Death
    • 0.89% for salaries under EUR 3,864
    • plus 1.450% on the portion of salary over EUR 3,864
  • Workplace accidents-occupational illnesses - 0.75%
  • Social Security capped - 8.55% up to a maximum salary of EUR 3,864
  • Social Security uncapped - 2.02%
  • Family benefits
    • 3.45% for salaries under EUR 6,219.15
    • 5.25% for salaries over EUR 6,219.15
  • Unemployment insurance - 4.20% up to a maximum salary for the contribution of EUR 15,456
  • Retirement pension
    • 6.26% for salaries under EUR 3,864
    • plus for 14.82% of the portion of salary over EUR 3,864 up to EUR 32,944
  • Other contributions* - 2.906%
  • Housing Benefit FNAL - 0.10% up to a maximum salary of EUR 3,864
  • Occupational Medicine - 0.41% + fixed fee of EUR 9.53 for salaries over EUR 3,864
  • Additional fee for definite contracts - 1%
  • Complementary health benefit - EUR 42.50 (estimated)
  • Medical Visit Fee - EUR 4.90
  • Mandatory electronic safe fee - EUR 3.46
  • Time-tracking software cost - EUR 3.00

*Other contributions cover the following:

  • apprentice tax - tax to facilitate equal apprenticeship access and contribute to apprenticeship program development.
  • training tax - tax to support continuous training programs for employees and jobseekers
  • paritarism development - funding for employee trade unions and professional employers' organizations

Please note there is a mandatory business allowance cost as per collective bargaining agreement of 5% of the employee’s salary The salary on which the costs are calculated includes the gross monthly salary + 5% mandatory business allowance. 

Annual Costs

Medical Annual Fee - EUR 50

These costs are provided as estimates and are intended solely for general informational purposes. To fully comprehend all associated costs and fees related to the terms of any employment agreement for this country, please contact our Sales team for a quote.

Overtime Pay & Maximum Hours

Standard working hours are 7 hours per day, 35 hours per week. The standard workweek is from Monday to Friday.

Overtime payment is mandatory for part-time employees. Employees hired under the contract condition “day pass” are not entitled to overtime pay. Hours outside of standard work hours are considered overtime. Part-time employees can work a maximum of 1/10 of the weekly hours paid at 110% of the hourly rate. 

Maternity Leave

Pregnant employees are entitled to 16 weeks of paid leave. Six weeks must be taken before the child's birth.  The employee will receive the average salary of the past three months before taking the leave, with a max of EUR 3,864, during this period. 

The employer is responsible for this payment and it is refunded by Social Security. 

The employee can’t extend leave but can claim parental leave if they’ve worked at least one year for the same employer.

Paternity Leave

Employees are entitled to 25 calendar days of paid paternity leave. Four days must be taken after the child's birth. The remaining days can be divided into two periods of time of at least 5 days each before the child reaches the age of six months. 

The employee will receive the average salary of the past three months before taking the leave, with a max of EUR 100.36 per day. During this period the employer will be responsible for the payment. 

The employee can’t extend leave but can claim parental leave if they have worked at least one year for the same employer.

Parental Leave

Employees are entitled to up to one year of parental leave. The employee can take either full leave, and the contract will be suspended or partial leave, and work a minimum of 16 hours per week. 

For the second option, the employee can choose the working hours, and they must be agreed upon with the employer. If parental leave is fully taken, it will be unpaid. If the employee takes partial leave, they will receive the pro-rata salary. 

Parental leave can be extended until the child reaches the age of three.

Sick Leave

Employees are entitled to different lengths of sick leave and different rates of pay depending on job classification, how many years of service the employee has with their current employer and how many days of sick leave they take. Payment of sick leave is a shared responsibility between employers, social security and any applicable life insurance.

Employers are required to pay between 10% - 100% of the employee’s regular salary depending on the factors outlined above.

Period Pay Payer
0 - 3 days 0% N/A
4+ days 50% of base salary Social Security

Termination Requirements

Terminations must respect complex rules and the rules of an employee’s employment country. The off-boarding is always handled by the Employer with the primary stakeholders. It may include ad-hoc fees as well as required or recommended steps on specific termination cases.

Notice Period

The minimum notice period is 1 day and will be increased according to the length of the employment.

  • 24 hours notice if the length of service is less than 8 days
  • 48 hours notice if the length of service is between 8 -30 days
  • 14 days notice if the length of service is between 30 - 90 days
  • 30 days notice if the length of service is more than 90 days

After the probationary period:

  • Up to 6 months of seniority: notice period will be determined by the applicable collective bargaining agreement, the employment contract, or the uses of the profession
  • 30 days notice if the length of service is between 6 months and 2 years
  • 60 days notice if the length of service is more than 2 years.

Severance for Employees

In France, severance payments are mandatory for dismissals, breach of contract, or terminations by mutual agreement. The amount to be paid will depend on the employee’s seniority and the collective bargaining agreement. It is common for employers and employees in France to agree on a severance payment above the required minimum.

  • The first 10 years of seniority, 1/4 of the monthly salary per year.
  • After 10 years of seniority, 1/3 of the monthly salary per year.

To protect you from unforeseen financial risks arising from terminations, Deel applies a Severance Accrual to all employment agreements in this country.  Deel has extensive expertise in managing litigation risk globally and our Severance Accrual calculation is based on the prevailing common-law or statutory entitlements and local best practices. In the event your employee resigns or is not entitled to severance, all unused amounts will be returned to you.

Paid Time Off

Both full-time and part-time employees are entitled to 25 working days of paid time off (PTO) a year. PTO accrues monthly for 2.08 days per month. Unused PTO at the end of the vacation year is carried over. Employees may carry over an unlimited amount of unused vacation days, and these days expire on May 31 of the following year.

Employees cannot take 25 days together, and at least 5 days should be taken separately. Employees must take PTO from May 1st to October 31st. 

During this period, PTO should last at least 12 days and must be agreed upon with the employer.

Public Holidays

France celebrates both 11 national and 2 regional holidays based on the location of the employee.

National public holidays include:

  1. New Year’s Day
  2. Easter Monday
  3. Labour Day
  4. Ascension Day
  5. Victory Day
  6. Whit-Monday
  7. French National Holiday
  8. Assumption Day
  9. All Saint’s Day
  10. Armistice Day 1918
  11. Christmas

Regional Holidays

  • Good Friday
  • St. Stephen’s Day

Onboarding

2 business days after SOW signature

Employment Contract Details

Contracts must be in French and can be bilingual. They must be in writing and signed by both parties.

A contract must include:

  • Name
  • Start date
  • Length of the employment
  • Job description
  • Termination conditions
  • Collective bargaining agreement

Probation Period

Probation periods are mandatory in France. The minimum probation period will depend on the company's collective bargain agreement and the employee's scope of work. For employees hired under the EOR model, the minimum probation period will be:

  • 3 months for technicians, and can be renewed additional 3 months
  • 4 months for executives and can be renewed additional 4 months
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Hiring in France, hassle-free

With Deel, your business can easily hire employees in France with our EOR solution. If you have an entity, our Global Payroll solution takes care of payroll and compliance for your direct employees. Our 250+ in-house experts handle everything from managing local laws, complex tax systems, or your payroll in France and 150+ countries.

Group (8)

Starting at 599 USD

Management fee

Group (9)

50+%

Estimate Employer Cost

*of employee salary

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